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General Information

Salary
The national salary range is £41,463 - £45,276 London salary range is £47,657 - £52,040 Your salary will be dependent on your base location
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
Cross Government
Location
National
Region
National
Closing Date
31-Jul-2025
Post Type
Permanent
Civil Service Grade
SEO
Number of jobs available
1
Reserve List
12 Months
Job ID
7873

Descriptions & requirements

Job description

Do you have the passion, values, and ability to help us solve the biggest problems of the justice system?

Prison Statistics Analyst, Prison Statistics Team, Analysis Directorate Ministry of Justice

  1. Overview

The advertised role sits within the Prison Statistics team – a team which are responsible for processing, analysing and publishing data based on our key prison datasets, as well as offering key analytical insight to support / challenge policy initiatives. 

Recent (and ongoing) work includes supporting the Department’s response to prison capacity pressures (including bespoke analysis on the early release of prisoners from some determinate sentences [SDS40] and work at pace in response to the Independent Sentencing Review). This work has included producing fast-paced analysis on prisoner cohorts to inform Ministerial policy options. 

Other recent high-profile work has included exploratory analysis into the length of time prisoners spend on remand, as well as planned work on maximising the use of existing data to identify the numbers and characteristics of ex-service personnel in the prison population to support long-standing ministerial priorities. 

Role is open to:

  1. Existing analysts from GORS / GSS either on level transfer or on promotion.
  2. Current civil servants that are not members of GSS or GORS professions but possess and can demonstrate similar experience at the appropriate level. Badging opportunities will be available once in post for those who wish to apply.

Specialist allowance

Due to the role being analytical, those successful in recruitment will be eligible for a specialist allowance following an analytical interview based on the following values: 

  • SEO London: £500  
  • SEO National: £1,500

Minimum requirements to apply:

Candidates must be able to show the relevant experience and skills and must meet the criteria for entry:

SEO grade:

  • You have significant work experience evidencing use of data and/or analytical skills. Time spent on an analytical PhD can count towards this.

We welcome applications from candidates based across the UK. Candidates will have the option of being based in the Leeds or London HQ offices (with flexible working arrangements available) or your nearest Justice Collaboration Centre or Justice Satellite Office: see this map for more details.

Alternative locations may be available and will be discussed and agreed on the completion of background checks.

Interviews are likely to take place in August 2025 and will be held via MS Teams. We will keep a merit list for a year for those who successfully pass the interview board but who are not offered a post.

  1. About the Analysis Directorate

We are passionate about improving justice outcomes through innovative research, data and analysis. In the Analysis Directorate, we provide high quality data and analysis helping to ensure strategic, policy, finance, corporate and operational decisions are based on robust evidence.

We create a culture in which people are empowered with the data and information to make excellent decisions; using cutting edge tools, techniques and collaboration; putting evidence at the heart of the justice system.

We are a multi-disciplinary team of around c.500 staff that sits at the heart of the Ministry of Justice providing analytical support across a diverse and exciting agenda. We work in a dynamic and fast-paced context and our skills are in heavy demand across the Ministry of Justice. Our collaborations beyond government are seen as ground-breaking. The Analysis community is made up of analysts and specialists including: Social Researchers, Economists, Operational Researchers, Statisticians, Data Engineers, Data Scientists and other data specialists (such as data strategists, data dissemination, generalists and assurance experts).

Why work in the Analysis Directorate?
In the Analysis Directorate, we want all our people to feel valued for who they are and for the work they do. We provide a warm, inclusive place to work and offer a wide range of flexibilities and benefits as part of our people offer to reward our staff.

What we offer

  • Flexible working arrangements and a focus on equality of opportunity – including welcoming part-time and/or job-share arrangements, compressed hours, working from home or your nearest Justice Collaboration Centres or Justice Satellite Office.
  • Career development – regular development and promotion opportunities across a wide range of roles, career development support, with a generous individual learning and development budget.
  • Range of new areas of work and new tools and techniques – we pride ourselves on our excellent deployment of well-established analytical methods, but also our progress to date. Progress such as our ambitious and innovative transformation programme to leverage departmental data and drive evidence-based decision-making using cutting-edge tools and techniques (for example: experimentation, personalisation, artificial intelligence).
  • Analysis is at the centre of the Department’s decision making – our transformation programme is focused on maximising our impact on departmental outcomes. The Ministry of Justice’s Senior Team and our Ministerial Team want all decisions to be evidence driven – your analysis will be key in influencing decisions and real-world impact.
  • Vibrant community – part of a multidisciplinary team that has a supportive culture and is looking to further develop the community with the help of everyone.
  • See the frontline and what your work is influencing – regular opportunities to visit our front-line service providers, including courts, prisons, and probation to better understand the areas your analysis is affecting.
  1. About the Post

Prison Statistics Analyst 

This high profile and exciting role will expand capacity within the team to work on analytical projects relating to prisons. In particular, this post will be drawn extensively into continued high-profile project work relating to prison capacity, as well as longer term projects, such as switching to a new source of data on veterans in prison. 

The role will also involve supporting the team (as required) on more routine data asks (in the form of Freedom of Information requests, Parliamentary Questions and statistical publications) as well as urgent Ministerial asks. The role will also likely include the Line Management of a Higher Executive Officer (HEO) member of staff. The postholder will develop deep subject matter expertise and advise analysts and policy leads across MoJ on the effective use of prison data, as well as leading analysis directly. 

This is a challenging post in a high-profile area where high-quality analytical work has the chance to make real impact and shape decision making at the highest levels of the Department. It requires working with policy, analytical and operational customers to elicit and refine their data requirements, then take responsibility for delivering analysis that has impact. 

Key Responsibilities of the Role 

  1. Leading discussions with senior colleagues to assess their analytical requirements and taking responsibility to deliver data projects that have real impact. 
  2. Develop an expert understanding of different policy/operational areas and aspects of prison data – for example, the characteristics of the prison population - as well as becoming expert on our underlying datasets. 
  3. Delivering high-quality analysis at pace to support statutory work (PQs, FOIs and Accredited Official Statistics publications) as well as urgent Ministerial asks. 
  4. Line management of an HEO. 

The following experience and skills are essential: 

  • Strong written and oral communication skills, including the ability to engage with range of senior stakeholders. 
  • The ability to plan, prioritise and lead analytical work at pace. 
  • Strong leadership skills, with a focus on getting the best out of your staff. 
  • Excellent problem-solving skills and ability to act on own initiative. 
  • The ability to make sound judgments and to present the results of your analysis with impact. 
  • The ability to see the big picture and understand implications of decisions. 

The following experience and skills are desirable:

  • Experience using R software and GitHub would be desirable but not essential as training will be provided.
  1. How to apply

You’ll need to submit an anonymised CV and evidence against the three Civil

Service success profiles behaviours and one technical element listed below. You

will not be considered if you do not provide both a CV and behaviour examples.

Your CV should be no more than 2 pages long and should show us your work history and previous experience. It should be well structured, succinct, and written in clear language.

You will be assessed against the following behaviours in the Civil service success

profiles framework:

  • Leadership (Lead Behaviour)
  • Delivering at Pace
  • Changing and Improving

There will be a 250-word limit per behaviour answer. Please also refer to the CS Behaviours framework for more details at the relevant

grades:

Success Profiles: Civil Service behaviours - GOV.UK

As well as the three civil service behaviours stated above, you are also asked to

provide evidence of suitability for one technical element. There will be a 250-word limit.

For GSS candidates, please provide evidence against the professional competency “Data Analysis”.

For GORS candidates, please provide evidence against the professional competency “Knowledge and application of OR Skills and Techniques”.

For non-GSS / non-GORS candidates within the Civil Service, please provide evidence of leading a piece of analytical work: you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work. 

5a. Selection Process

There will be an initial sift of applicants through comparing submitted evidence against the specified behaviours. This usually takes two weeks, depending on the number of applications. In the event there are a high number of applications, the lead behaviour (leadership) may be used to conduct an initial sift and applications that do not meet the minimum requirement for this criterion will not progress to a full sift.

Those who make it through the full sift will be invited to a Civil Service Success Profile interview. In the Civil Service we use Success Profiles to help us find the right person for the job. We will be using a mixture of methods to assess your abilities, strengths, experience, technical skills, and behaviours. We highly recommend learning about Success Profiles and using the Situation, Task, Action, Result and Reflection (STARR) framework when structuring your answers.

The highest scoring candidates that pass the interview will be offered the roles. The whole process can take up to a month.

Behaviours

You will be assessed against the Civil service success profiles framework at interview stage:

  • Leadership  
  • Delivering at Pace  
  • Changing & Improving  

Please also refer to the CS Behaviours framework for more details at this grade.

Success Profiles: Civil Service behaviours - GOV.UK

For GSS/GORS badged candidates and unbadged candidates within the Civil Service, as well as the three civil service behaviours stated above, you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work. 

Professional Competencies 

  • Professional Competency (1) Knowledge & Skills
  • GSS - Data Analysis. 
  • GORS - Knowledge and application of OR Skills and Techniques. 
  • Professional Competency (2) Influence & Impact
  • GSS - Presenting and disseminating data effectively. 
  • GORS - Achieving impact with analysis. 

For more information regarding Professional Competency (2) please refer to the analytical profession internet links below. Please note that some aspect of the professional competency may overlap with the MoJ competencies listed above. We therefore recommend that in providing evidence for the professional competency, candidates focus on the technical and methodology aspects of the competencies that are specific to the profession. We will use evidence presented for the MoJ competencies in assessing the wider skills candidates have.

Government Statistician Group (GSG): Further information, including a user guide, can be found within the link below:  

GSG Competency Framework 2021

Government Operational Research Service (GORS): Further information can be found within the link below:  

GORS Competencies 

  1. Applicants invited for Interview 

You will be required to carry out a presentation at interview. Details of this will be sent to those candidates who are invited for interview. 

  1. Further Information

If you require any additional information about the role, please contact:

Daniel Hawksworth or Abigael Kirkby, Analytical Team Leads: Prisons Statistics (Daniel.Hawksworth@justice.gov.uk or Abigael.Kirkby1@justice.gov.uk)

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised roles: All successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale.  This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). 

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours 

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits 

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension 

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training 

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks 

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

Vacancies advertised “cross-government” are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.

Support

  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
  • For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

This job is broadly open to the following groups:

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.


Contact Information

MoJ:

If you require any additional information about the role, please contact:

Daniel Hawksworth or Abigael Kirkby, Analytical Team Leads: Prisons Statistics (Daniel.Hawksworth@justice.gov.uk or Abigael.Kirkby1@justice.gov.uk)

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 7873

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference

Allowance

Due to the role being analytical, those successful in recruitment will be eligible for a specialist allowance following an analytical interview based on the following values: 

  • SEO London: £500  
  • SEO National: £1,500 

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Leadership, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.
Behaviours Application Form Question Word Limit
250
Leadership
Delivering at Pace
Changing and Improving
Experience
We will assess your experience for this role via the following methods
CV or Work History, Experience Questions
Experience Questions Application Form Question Word Limit
250
Evidence of Experience
CV or Work History, Experience Questions
Technical
Technical Questions Application Form Question Word Limit
250
As well as the three civil service behaviours stated above, you are also asked to
provide evidence of suitability for one technical element. There will be a 250-word limit.

For GSS candidates, please provide evidence against the professional competency “Data Analysis”.

For GORS candidates, please provide evidence against the professional competency “Knowledge and application of OR Skills and Techniques”.

For non-GSS / non-GORS candidates within the Civil Service, please provide evidence of leading a piece of analytical work: you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work.

Interview stage assessments

Interview Dates
Expected August 2025
Behaviours
Leadership
Delivering at Pace
Changing and Improving
Technical
• Professional Competency (1) Knowledge & Skills

o GSS - Data Analysis.
o GORS - Knowledge and application of OR Skills and Techniques.
• Professional Competency (2) Influence & Impact

o GSS - Presenting and disseminating data effectively.
o GORS - Achieving impact with analysis.

Other Assessments

Which assessment methods will be used?
Presentation
Use of Artificial Intelligence (Al)
You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.
Level of security checks required
Security Clearance (SC)